Learning and Development Leader

Learning & Development Leader

Our Firm Sorren is a top 50 national advisory firm that blends deep expertise with a human-first approach. We don't just work with numberswe work with people, building lasting relationships and delivering strategic solutions in accounting, assurance, tax, advisory, and private client services.

At Sorren, we believe that success is a shared journey. Our culture fosters collaboration, innovation, and professional growth, ensuring that every team member has the support and opportunities they need to thrive. We offer a high-performing yet balanced work environment where career development and personal well-being go hand in hand.

We're committed to helping you grow, whether that means advancing your career, expanding your expertise, or achieving a fulfilling work-life balance. Because at Sorren, your success is our success.

Your Journey Our team members support the firm by delivering timely, accurate work and maintaining clear communication. They take ownership of their development, seek feedback, and build strong relationships. By managing responsibilities effectively and aligning their efforts with firm values, they establish a foundation for long-term success and growth. All team members are expected to excel in Relationships, Communication, Quality Service, Operational Excellence, and Innovation & Growth, contributing to the firm's success through collaboration, exceptional service, and continuous growth.

Position Summary:

This is not a classroom-based training role.

We are seeking an experienced and forward-thinking Learning & Development Leader to drive the strategy, design, and execution of a modern, scalable learning ecosystem for a 1,000+ person accounting and advisory firm. This role plays a critical part in aligning learning with the firm's strategic priorities, including technical excellence, CPE compliance, leadership development, and business acumen.

Sorren is a fast-growing, acquisition-driven professional services firm with teams across 13+ states. Our learning environment is not static. It reflects a mix of legacy approaches, evolving systems, and an expanding employee population with diverse needs across service lines, administrative and operations functions, and leadership levels.

This role is accountable for bringing structure, clarity, and consistency to that environment without overengineering it. You will lead a small team with both strategic ownership and hands-on execution responsibility. Your focus will be to assess what is working, simplify what is not, and build a more modern, practical approach to learning that supports how professionals in an accounting firm actually develop and perform.

The ideal candidate is passionate about building future-ready professionals through scalable learning approaches that address both immediate technical training needs and longer-term capability and leadership development. This requires deep expertise in learning design, strong understanding of CPE and regulatory requirements, and a clear point of view on how development happens in a client service environment.

Success in this role requires someone who is:

• Nimble and comfortable in a fast-moving environment where priorities shift as the firm grows
• Able to quickly understand different service lines, roles, and legacy practices across acquired firms
• Effective at collaborating across stakeholders with different needs and perspectives
• Focused on outcomes, behavior change, and performance, not volume of training
• You will not be building a traditional training function. You will be modernizing and rationalizing an existing one, including how we use LCvista, external vendors, and internally developed content.
• The right candidate uses AI and data to accelerate design, improve access, and drive better outcomes, while applying strong judgment about accuracy, applicability, and where human expertise matters most.
• This is a high-impact role with visibility across the firm. It requires someone who is both pragmatic and forward-thinking, able to balance immediate needs with longer-term system design.

Key Responsibilities

• Learning Strategy & System Design
• Design and implement cohesive learning frameworks that support technical excellence and business acumen across a variety of accounting and advisory disciplines.
• Align learning models with evolving firm capabilities, career progression frameworks, and skill-building strategies.
• Drive the adoption of personalized, scalable, and learner-centric approaches across business units and regions.
• Develop and implement a firmwide learning strategy that addresses required CPE, soft skills, and leadership development across all levels and service lines.
• Build an integrated learning model that ties learning to career progression, role expectations, and firm strategy.
• Create firmwide learning paths that support onboarding, technical proficiency, client service readiness, and future leadership.

CPE Compliance & Technical Learning

• Design and manage a portfolio of technical learning programs that meet NASBA and state-level CPE requirements.
• Ensure content is regularly updated and audit-ready, partnering with internal SMEs and external providers as needed.
• Oversee accurate tracking and reporting of CPE credits in accordance with professional standards.
• Translate the unique learning needs of accounting professionalsincluding client service demands, time-sensitive delivery cycles, and technical subject matterinto practical and engaging learning solutions.
• Partner with service line and practice leaders to ensure learning content supports both technical depth and business relevance.

Leadership & Soft Skills Development

• Lead the development and delivery of programs that build people leadership, communication, collaboration, emotional intelligence, and other essential soft skills.
• Partner with HR and firm leadership to identify and develop future leaders at all levels.
• Curate internal and external learning resources to support continuous development.

Technology & Innovation

• Leverage LCvista (our LMS), Workday (for skills and career development), and other emerging technologies (e.g., AI, mobile, microlearning) to deliver modern, scalable learning experiences.
• Evaluate and implement digital learning solutions that meet the firm's evolving needs.
• Integrate emerging technologies including AI, skills intelligence platforms, and immersive tools into the learning environment.
• Collaborate with internal teams and external vendors to ensure a cohesive and seamless learner experience across LCvista, Workday, and other platforms.

Learning Experience Design

• Apply adult learning principles to develop engaging, effective, and flexible learning formats, including live sessions, virtual classrooms, e-learning, and blended programs.
• Collaborate with SMEs to co-create content that is both technically sound and engaging.

Partnership & Influence

• Serve as a strategic partner to firm leadership, service line leaders and HR to ensure learning initiatives are aligned with broader talent and business goals.
• Foster a learning culture through influence, communication, and storytelling.
• Work cross-functionally with HR, practice areas, SMEs, and leadership to co-create solutions and foster adoption of new learning tools and approaches.
• Influence firmwide learning culture by serving as a trusted advisor on modern learning strategies.

Measurement & Insights

• Use analytics and feedback tools to assess learning effectiveness, track skill progression, and continuously improve program design.
• Monitor adoption rates, CPE compliance, and alignment with firmwide goals
• Use data and analytics to assess learner engagement, skill progression, and the overall effectiveness of learning programs.
• Support the development and refinement of skills frameworks to align learning with workforce and succession planning.

Experience, Education and Other Requirements

• Bachelor's degree in Human Resources, Organizational Development, Instructional Design, or a related field required; Master's degree a plus.
• Significant experience in learning and developmentgenerally 10+ yearsincluding at least 5 years in a leadership role managing teams, initiatives, or enterprise-level programs, with a track record of increasing responsibility and impact.
• Demonstrated expertise in instructional design methodologies, adult learning principles, and learning experience platforms (LMS/LXP).
• In-depth knowledge of CPE compliance requirements and regulatory standards relevant to accounting and advisory professions.
• Proven ability to develop and execute enterprise-wide learning strategies aligned with organizational goals.
• Strong analytical skills with experience in learning metrics, data analysis, and reporting to drive continuous improvement.
• Exceptional communication, collaboration, and stakeholder management skills.
• Experience implementing or managing LCVista or similar enterprise learning systems preferred.
• Ability to navigate ambiguity and manage multiple priorities in a fast-paced, matrixed environment.
• Professional certifications (e.g., CPLP, CPTD, SHRM-SCP) a plus.

Why Choose Us?

At Sorren, we're invested in your growth